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Information asymmetry about the employee's state of health means that workers may decide to work (or not) when they are sick, which turns presenteeism into a principal-agent relationship. From this new perspective, presenteeism can be explained by some distinct and original factors such as implicit incentives related to motivation and a sense of autonomy (empowerment, job usefulness, and recognition) and explicit incentives given by wages and other non-economic benefits (training and career prospects). In a sample of European workers using multilevel (by country) Tobit models, we find that short-term incentives and workers' empowerment increase presenteeism, while long-term incentives reduce it. As expected, supervision is ineffective in controlling presenteeism, while relationships based on trust have a positive impact. Finally, we propose several practices related to incentives, training, monitoring, occupational health and safety and job design specifically intended to manage presenteeism and its consequences in six areas of the human resources function.

PurposeThis paper aims to investigate how home-based telework (HBT) affects job stress. The authors argue that an intrinsic effect of telework like work extension mediates this relationship. Work extension is reflected in two employee behaviours: working in free time and presentism.Design/methodology/approachThe proposed model has been estimated using the Preacher and Hayes bootstrap method for multiple mediation analysis, with 1,000 repetitions. The data used come from the sixth European Working Conditions Survey.FindingsThe analysis indicates that HBT does not pose an inherent risk for job stress but causes a change in the employees' behaviour, increasing working in free time and presenteeism and thus job stress. The mediation model indicates that once these behaviours are controlled, the effect of HBT is to reduce stress.Research limitations/implicationsThe authors argue that companies should focus on human resource practices to control workers' behaviours that have a detrimental effect on job stress while institutions should regulate HBT.Originality/valueThe analysis deepens the unclear relationship between HBT and job stress by introducing employees' behaviours concerning work extension into the equation.

This paper aims to compare job satisfaction in public and private sectors and the mediating role of several job demands and resources on the relationship between the employment sector and job satisfaction.,Drawing on the job demands-resources model, this study argued that differences in job satisfaction were explained largely by the job characteristics provided in each sector. Data comes from the quality of working life survey, a representative sample of 6,024 Spanish public and private employees.,This study revealed that public employees were more satisfied than private ones. This relationship was partially mediated by job demands and job resources, meaning that the public and private employment sectors provided different working conditions. Public employees, in general, had fewer demands and more job resources than private ones, which resulted in different levels of job satisfaction. Additionally, partial mediation indicated that public employees are more satisfied than private ones, despite accounting for several job demands and job resources.,While the findings of this study highlighted the relative importance of job demands and job resources in affecting job satisfaction of public and private employees, the generalizability of the results to other countries should be limited as the study only used data from a single country.,A significant portion of the positive effect on job satisfaction of public employees is channeled through the lower levels of routine work and lower number of required working hours and through better job resources such as higher salary, more telework, greater prospects at work and more training utility. To improve job satisfaction, it is apparent that managers should pay special attention to things such as routine work, working hours, training and telework.,This paper contributes to the comprehension of how several job demands and resources simultaneously play a mediating role in explaining the relationship between the employment sector and job satisfaction.,Este articulo compara la satisfaccion laboral en los sectores publico y privado y el papel mediador de varias demandas y recursos laborales en la relacion entre el sector laboral y la satisfaccion laboral.,Basandonos en el modelo Demandas del Trabajo-Recursos (JD-R), argumentamos que las diferencias en la satisfaccion laboral se explican en gran medida por las caracteristicas del trabajo que se ofrece en cada sector. Los datos proceden de la Encuesta de Calidad de Vida Laboral (ECVT), una muestra representativa de 6.024 empleados publicos y privados espanoles.,El estudio revelo que los empleados publicos estaban mas satisfechos que los privados. Esta relacion estaba parcialmente mediada por las exigencias del trabajo y los recursos laborales, lo que significa que los sectores de empleo publico y privado ofrecian condiciones de trabajo diferentes. Los empleados publicos, en general, tenian menos exigencias y mas recursos laborales que los privados, lo que dio lugar a diferentes niveles de satisfaccion laboral. Ademas, la mediacion parcial indico que los empleados publicos estan mas satisfechos que los privados, a pesar de tener en cuenta varias demandas y recursos laborales.,Si bien los resultados de este estudio ponen de manifiesto la importancia relativa de las exigencias y los recursos del puesto de trabajo a la hora de afectar a la satisfaccion laboral de los empleados publicos y privados, la generalizacion de los resultados a otros paises deberia ser limitada, ya que el estudio solo utilizo datos de un unico pais.,Una parte importante del efecto positivo sobre la satisfaccion laboral de los empleados publicos se canaliza a traves de los niveles mas bajos de trabajo rutinario y el menor numero de horas de trabajo exigidas y a traves de mejores recursos laborales como un salario mas alto, mas teletrabajo, mayores perspectivas en el trabajo y mas utilidad de la formacion. Para mejorar la satisfaccion laboral, es evidente que los directivos deben prestar especial atencion a aspectos como el trabajo rutinario, el horario laboral, la formacion y el teletrabajo.,Este articulo contribuye a la comprension de como varias exigencias y recursos del trabajo desempenan simultaneamente un papel mediador en la explicacion de la relacion entre el sector del empleo y la satisfaccion laboral.,Este artigo compara a satisfacao profissional nos sectores publico e privado e o papel mediador de varias exigencias e recursos de emprego na relacao entre o sector do emprego e a satisfacao profissional.,Com base no modelo Job Demands-Resources (JD-R), defendemos que as diferencas na satisfacao no emprego eram em grande parte explicadas pelas caracteristicas do emprego fornecidas em cada sector. Os dados provem do Inquerito a Qualidade da Vida Profissional (QWLS), uma amostra representativa de 6.024 funcionarios publicos e privados espanhois.,O estudo revelou que os funcionarios publicos estavam mais satisfeitos do que os privados. Esta relacao foi parcialmente mediada por exigencias e recursos de emprego, o que significa que os sectores publico e privado de emprego proporcionavam condicoes de trabalho diferentes. Os funcionarios publicos, em geral, tinham menos exigencias e mais recursos de emprego do que os privados, o que resultou em diferentes niveis de satisfacao no emprego. Alem disso, a mediacao parcial indicou que os funcionarios publicos estao mais satisfeitos do que os privados, apesar de contabilizarem varias exigencias de emprego e recursos laborais.,Embora os resultados deste estudo tenham salientado a importância relativa das exigencias e dos recursos do emprego para a satisfacao dos trabalhadores publicos e privados, a generalizacao dos resultados para outros paises deve ser limitada, uma vez que o estudo apenas utilizou dados de um unico pais.,Uma parte significativa do efeito positivo na satisfacao profissional dos funcionarios publicos e canalizada atraves dos niveis mais baixos de trabalho de rotina e do menor numero de horas de trabalho necessarias e atraves de melhores recursos laborais, tais como salarios mais elevados, mais teletrabalho, maiores perspectivas no trabalho, e mais utilidade na formacao. Para melhorar a satisfacao profissional, e evidente que os gestores devem prestar especial atencao a coisas como o trabalho de rotina, horas de trabalho, formacao, e teletrabalho.,Este artigo contribui para a compreensao de como varias exigencias e recursos laborais desempenham simultaneamente um papel de mediacao na explicacao da relacao entre o sector do emprego e a satisfacao profissional.

PurposeThis article aims to analyze individual-, organizational- and country-level factors that determine the use of home-based telework across Europe according to the technology acceptance model (TAM) and the technology–organization–environment model.Design/methodology/approachTo examine the impact of individual-, organizational- and country-level factors on telework, multilevel models are estimated to prevent problems derived from biased standard errors when micro- and macro-level data are combined.FindingsThe main findings show that, according to the usefulness side of the TAM, employees with family responsibilities, those that live away from their work and highly qualified workers use more home-based telework. Additionally, and according to the ease of use side of the TAM, empowerment in firms facilitates home-based telework. At the country level, lower power distance, individualism and femininity, better telework regulations and technology developments are also facilitators of home-based telework.Research limitations/implicationsThe study is limited by the cross-sectional nature of the data. This prevents the estimation of causal effects. Additional research would benefit from the use of panel data and from a more detailed analysis of the effects of country dimensions.Practical implicationsFrom an applied perspective, politics related to cultural dimensions are suggested to stimulate home-based telework.Originality/valueThe research contributes to previous literature by: (1) considering a large sample to conduct an empirical analysis of the use of home-based telework across Europe, (2) including micro and macro factors, (3) providing a theoretical framework to explain home-based telework, (4) applying a rigorous definition of home-based telework and (5) focusing on employees who are able to adopt home-based telework.

This article spotlights the relationship between likes and comments and the content of tourism photographs on Instagram with the aim of understanding users’ behavior and, thus, helping destination ...

The 2030 Agenda for Sustainable Development adopted by all United Nations Member States in 2015 provides a catalogue of 17 Sustainable Development Goals (SDG). In this context, Circular fashion stands out as one of the sectors where commitment to the SDGs is most needed, given its global nature and its significant growth in terms of consumption. Moreover, it is not possible to assert that society, in general, is aware of the importance of the principles that guide circularity, both in terms of awareness and attitudes. In this study, through cluster analysis, five different segments have been identified with divergent characteristics in terms of level of maturity regarding principles of circular fashion and/or benefits and/or enablers of related communication tools. Social and personal characteristics make it possible to contrast the differences in consumer behavior, as well as relevant aspects, such as willingness to pay more for circular fashion. The present study will help to fill the gap in research between the awareness and attitudes of consumers in circular fashion and propose different strategies for the industry and institutions to develop the concept of sustainability regarding circular fashion.

In the context of age-related declines in physical activity (PA) and the dramatic increase in ageing populations in many countries, this paper sheds further light on the link between PA and self-perceived health (SPH) by examining whether the magnitude of this relationship is age specific. With a sample of 14,456 Spanish individuals aged 18–69, we estimated three levels of intensity in PA using the International Physical Activity Questionnaire. Individuals who did more PA per week showed higher levels of SPH (β = 0.28; 95% CI 0.24–0.32), and age moderated this relationship, with a positive effect over age 49. People aged 50–59 and 60–69 who practiced PA had higher probabilities of better SPH compared with those aged 40–49 (β = 0.14; 95% CI 0.04–0.24) and (β = 0.32; 95% CI 0.21–0.43), respectively. This association between PA and SPH also depended on the intensity of PA, especially for walking (β = 0.14; 95% CI 0.04–0.24). In particular, in comparison with people age 40–49, a statistically significant relationship with SPH was found among people age 50–59 who walked (β = 0.22; 95% CI 0.07–0.36) and people age 60–69 who did moderate PA (β = 0.38; 95% CI 0.23–0.54). This paper provides a major rationale for the design, organisation and implementation of public policies promoting PA and healthy ageing for different age groups.

Objectives The objective of this article is to analyze the different roles played by key factors in individual subjective well‐being (SWB). Making a distinction between females and males, we consider the correlations of different characteristics of a healthy lifestyle, work environment, and social support with happiness in Spain. Methods Based on a sample of 10,821 Spanish people, we applied ordered probit models and consider the possibility of common method variance. Results The results show that some elements of healthy lifestyles, such as the intensity of physical activity (PA), level of self‐perceived health, and sleeping hours are positively associated with a higher level of happiness, with some differences between genders, particularly in terms of PA. We also detected significant differences between males and females in the potential associations between individual happiness and variables measuring the social support, job satisfaction, and time spent unemployed. Conclusions The conclusions emphasize the differences between genders in explaining individual happiness and the relevance of the healthy lifestyles, different circumstances of the labor market, and social support to account for happiness.

Purpose The purpose of this paper is to investigate and identify the organizational drivers of sexual harassment (SH). Design/methodology/approach Drawing on data from a representative sample of workers in Spain, this paper sheds light on the likelihood of SH influenced by: organizational environment and climate, organizational forms and structure, and job design parameters. Findings The analysis reveals that organizational climates where negative behaviors are tolerated are particularly advantageous for harassers. Furthermore, the profile of the victims of SH is that they work in isolation, are contracted through employment agencies, are not given training opportunities, and have low status in the firm. Analysis also reveals, however, that firms can reduce the risk of SH by empowering jobs and improving time flexibility. Research limitations/implications The use of secondary data implies some constrains: the type of measure and the failure to control for the role of SH perpetrators. Practical implications Managers should adopt some organizational policies, such as empower job or improve time flexibility, since they reduce the risk of SH. Originality/value This paper identifies some objective organizational settings where SH is more likely and provides some easy to apply solutions to prevent it.

PurposeThe purpose of this paper is to establish to what extent temporary contract and participation in decision making impact on employees job satisfaction and to propose a model whereby participation in decision making mitigates against the negative impact that temporary work has on job satisfaction.Design/methodology/approachThe authors use data for a representative sample of 14,778 employees in 23 European countries. In order to test the hypotheses, the authors use regression models and the Chow test.FindingsThe results show that while temporary contracts decreases job satisfaction, participation in decision making increases it. However, autonomous teams, job autonomy, and job involvement buffer against the negative effect that temporary contract has on job satisfaction.Research limitations/implicationsThe use of secondary data and the non-longitudinal nature of the data set.Practical implicationsThe effect of participation in decision making in job satisfaction is greater for temporary workers than for permanents. Participation in decision making should not be restricted to permanent workers.Originality/valueParticipation in decision making and temporary contracts has been considered incompatible practices. The paper contributes to enrich the understanding of the relationship between these practices and job satisfaction. Sample representatives support the results obtained.

Background Previous empirical evidence has shown the positive relationship between happiness or subjective well-being (SWB) and sport participation. Nevertheless, passive sport participation has traditionally been ignored as a correlate with happiness. Methods Based on a sample of 1,632 Spanish people, one ordered probit model and three extended ordered probit models with an ordinal endogenous covariate technique and robust standard errors were applied. Results We find that different forms of passive sport participation-such as frequency of attending sporting events and a set of other forms of passive sports participation such as watching sports on TV, listening to sports programmes, reading sports news, and talking to others about sports-are positively associated with happiness. Conclusions The results indicate that passive sport participation generally appears to have a closer relationship with individual happiness than active sport participation and emphasise the role played by some forms of sport participation as a source of relational goods. This current research extends the field's understanding of sport participation and happiness, including passive participation, and the relevance of social interactions to account for this association. Finally, the relational aspect of different forms of sport participation offers new implications for the analysis of sport engagement and happiness.

PurposeThis paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationshipDesign/methodology/approachWe use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis.FindingsThe results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive.Research limitations/implicationsThe use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction.Practical implicationsManagers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours.Originality/valueThe paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.

Purpose– The purpose of this paper is to study how high-involvement work systems (HIWS) affect job satisfaction, and tries to disentangle the mechanisms through which the effect occurs.Design/methodology/approach– The authors use data for a representative sample of 10,112 Spanish employees. In order to test the mediation mechanism implied by the hypotheses, the authors follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit models were estimated to study the effect of HIWS on the mediating variables (job interest, effort and wages), and regression models were estimated to analyze the effect of HIWS on the final attitudinal variable (job satisfaction).Findings– Empirical results show that HIWS results in higher levels of effort, higher wages and perceptions of a more interesting job. Moreover, greater involuntary physical effort reduces job satisfaction while higher wages, greater voluntary effort, involuntary mental effort and having an interesting job increase job satisfaction. The net effect of these opposing forces on job satisfaction is positive.Research limitations/implications– The use of secondary data posits some constrains in aspects such as the type of measures or the failure to control for personal traits. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction.Practical implications– Managers should implement HIWS since in general they increase job satisfaction. A significant portion of this positive effect is channeled through perceptions of interesting job, higher wages and increased effort demands. Managers should pay attention to implementation issues.Originality/value– The paper contributes to enrich the understanding of the relationship between the HIWS and job satisfaction, proposing a model that aims to disentangle the mediating mechanisms through which HIPWS affect job satisfaction. Unlike previous attempts, this model integrates opposing views about the positive or negative effects associated with HIWS.

Based on a sample of Spanish adults between the ages of 50 and 70 years, the aim of this paper is to establish to what extent physical activity is positively related to individual subjective well-being either directly or indirectly through its link with perceived health. In other words, we attempt to identify the role played by perceived health as a mediator of the relationship between the level of physical activity and individual happiness and life satisfaction. Moreover, a distinction was made between four activity domains of the individual lifetime involving physical activity: job, transportation, housework, and leisure time. The results show that physical activity in general is positively associated with a higher level of happiness and life satisfaction and that these positive relationships are partially mediated by an individual’s perceived health. Furthermore, we reached the conclusion that this association may vary depending on when the individual is engaged in physical activity. In particular, physical activity undertaken during leisure time has a significant relationship with individual happiness and life satisfaction in adults between the ages of 50 and 70.

Not being able to combine work with family properly is negatively related to employees’ quality of life. Some firms are aware of this reality and provide their employees family-friendly practices, a set of practices designed to enable employees a work–family balance. Family-friendly practices are classified in three subsets: family support practices, flexible arrangement practices, and parental leave practices. Then, this paper analyzes the impact of different subsets of family-friendly practices on work–family balance for women and men subsamples, as well as to disentangle the mechanisms through with such effects occur. Based on a representative sample of 8,061 Spanish workers and using the Baron and Kenny procedure to test for mediation, the results show that the three subsets of family-friendly practices increase work–family balance for both genders, although some of them have different effects for women and men. In line with societal gender role expectation, family support practices better accommodate men’s need, increasing work–family balance almost for them, and parental leave practices women’s need, increasing work–family balance more for them. However, flexible arrangement practices increase work–family balance equally for both genders. Moreover, in all cases, the effect of family-friendly practices on work–family balance goes beyond the effect of time outside work and time at work, then this partial mediation indicates that time is an important mechanism in achieving work–family balance. In sum, offering employees family-friendly practices is a good starting point in order to increase people’s quality of life by helping them achieve work–family balance.

Despite the great significance attributed in recent years to flexible work arrangement practices the factors that determine their use are not clear. Drawing on data from a representative sample of workers in Spain, this article shed light on how personal, work, and firm characteristics explain the use of flexible work arrangement practices. Despite general similarity in terms of flexible work arrangement practices strategy, employee characteristics provide the most comprehensive account of the use of part-time work. People with more family responsibilities are those that use more this practice. However, work characteristics enable the most complete profile-description of workers using flexible work arrangement practices. Work characteristics, such as position or high-performance work practices, determine the use of timetable flexibility, timetable set by self, work from home and days off.

Nowadays, little evidence exists on how variations in effort affect worker health, such as stress and fatigue, two important and undesirable outcomes for workers. Then, this paper analyses the impact of different dimensions of effort on stress and fatigue. To do so we use past literature to links the different effort dimensions on employee health. Concretely, the frameworks used in the paper are the one developed by Karasek and Theorell (1990), according to which the different combinations of work demands, competences in decision making and social support determine the stress employees suffer; and the effort-reward imbalance model (ERI Model) of Siegrist (Psychology 1:27–41, 1996). This provides a more sensitive model of stress, as it uses a combination of extrinsic effort and intrinsic effort as predictors of stress. Building on these theoretical models of job stress we argue that one main source of employee stress and fatigue is employee effort. Using a representative Spanish data set, our study reveals that different dimensions of effort have different consequences for workers. Whereas involuntary effort increases both stress and fatigue, voluntary effort entails a decrease in both.

The present work analyses the impact of country-level factors on the use of new work practices such as job rotation, autonomous teams, job autonomy and upward communication. Using employee-level information on 16 European countries from the “Fourth European Working Conditions Survey”, the paper shows that the use of these practices is more common in countries with low power distance, high individualism, low masculinity, high uncertainty avoidance, high indirect worker participation and low labour market rigidity. The results help to explain why new work practices vary across countries.

The use of multiple-case studies has become a recurrent research strategy among researchers in social sciences and related disciplines. During the last decades, several comparative case analysis techniques have been developed, qualitative comparative analysis (QCA) being one of the most useful as a tool that, either alone or in combination with other methodologies allows the interpretation of complex phenomena. Although there is an extant literature using QCA in the field of political sciences and sociology, in recent years we have witnessed a growing number of studies applying this technique to fields such as political economy, management studies and criminology. Special attention is increasingly paid to expanding knowledge in intellectual property management (IPM). This study examines the existing literature regarding QCA, including its uses, combinations and diffusions. In addition, we identify current trends in IPM, and how researchers address this research topic by means of QCA.

Although the participation of men in household activities has increased, this has not prompted an equitable division of household activities among men and women, since Spanish women continue to perform a greater share of these activities than Spanish men. This article explores the explanatory potential of three theoretical approaches (traditional gender division, role-strain and the resource-bargaining approach) to account for the emergence of different patterns in the division of unpaid work among Spanish dual earner couples. Using a representative sample of 2,877 Spanish workers and through logit ordered models, our study reveals that the three models contribute to the explanation of the different patterns of household labor and, therefore, may be regarded as complementary.

In the context of the debate about the effectiveness of implementing new work practices, such as job rotation, teamwork and enhancing job autonomy, this article analyses their relationship with different dimensions of workers’ effort. Using two different but complementary data sets, our study reveals that in general these new work practices are associated to greater voluntary and involuntary mental effort, with a weaker link with involuntary physical effort. Besides this general trend our study also shows that different practices play different roles in different dimensions of employee effort.

ResumenEl presente trabajo analiza el perfil de los empleados involucrados en las nuevas prácticas de organización del trabajo. Para ello se han utilizado datos de la Encuesta de Calidad de Vida en el Trabajo para los años 2001 a 2004. Los resultados muestran que son los hombres de menor edad y con mayor nivel de estudios los que más rotan de tareas. Asimismo, son los hombres de menor edad, con mayor nivel de estudios, con jornada completa y los que tienen una estructura familiar más compleja los que más participan en equipos autónomos de trabajo. Por otro lado, son los hombres de mayor edad, con más antigüedad en la empresa, con mayor nivel de estudios, con jornada parcial y con una estructura familiar más compleja los que tienen más autonomía y los que más participan en comunicación ascendente. Igualmente, son los hombres con más años de experiencia en la empresa, con más estudios y con más cargas familiares los que más participan en comunicación descendente.AbstractThe present work analyzes the profile of the employees involved in the new work practices. The data used come from the Survey of Quality of Life at Work, for 2001 to 2004. The results show that younger men and with greater level of studies participate more in job rotation. Also, younger men, with greater level of studies, working full-time and with more complex familiar structure are those that participate more in autonomous teams. On the other hand, older men, with longer seniority, with greater level of studies, with part-time job and with a more complex familiar structure are those that enjoy more job autonomy and participate more in upward communication. Also, men with longer seniority, with more studies and more familiar loads participate more in downward communication.